PROVINCIAL GOVERNMENT

Transcription

1 SPEAR SUSTAINABLE PERFORMANCE EXCELLENCE, ASSESSMENT AND REVIEW (SPEAR) ( 1 PROVINCIAL GOVERNMENT INTRODUCTION Globally the Leadership of modern performance orientated organisations direct and challenge their organisations and its people to work tirelessly in pursuit of good performance through individual and organisation wide continuous performance assessment and implementation of process improvement programs. Business Excellence programs, models and a range of self-assessment programs aim to encourage and recognise the efforts of the private sector organisations to live up to and comply with operational excellence principles. The Sustainable Excellence, Assessment and Review Program (SPEAR) - developed by Business Assessment Services, Pretoria (BAS) complies with these recognised organisation excellence principles and provides performing organisations with a tool to asses and recognise organisation wide Sustainable Excellence, Assessment and Review and Total Quality Management. The SPEAR Program and its Guide to Sustainable Excellence, Assessment and Review (SPEAR) is aligned with the recognised South African Excellence Model (SAEM) (2 framework and aspires to judiciously harmonize organisational operational performance management and assessment with the principles of sound Leadership, Strategy and Planning, Client Focus, Employee Management, Resources Leadership Strategy & Planning Client Focus Employee Management Resources Management Processes Social Responsibility Client Satisfaction Employee Resources Organisation 1 ) Business Assessment Services Copyright ) SAEF, SAEM Copyright SAEF Used with permission of SAEF 2.4 Tel/Fax: +27 (12) evdheever@busasses.co.za, Website 1/6

2 Management, Core Process Management and Organisation Service Delivery Results, in pursuit of a better return on investment for shareholders, and a better life for the people of the organisation and the communities they serve. SUSTAINABLE PERFORMANCE EXCELLENCE, ASSESSMENT AND REVIEW PROGRAM (SPEAR) The Sustainable Excellence, Assessment and Review Program (SPEAR) seeks to endorse process, product and service quality as part of an organisation wide strategic approach supported by a recognised Value System. The Program strongly endorses the integrated process delivery framework based on the universal concepts of Planning (P), Doing (D), Controlling and Action (A) (continuous improvement)(. 3 Globally, the Chief Executive of the organisation takes ownership of, and is recognised as the custodian of the Sustainable Excellence, Assessment and Review Program, which in some cases are even supported by dedicated logos and slogans. The Origin of SPEAR Program The SPEAR origin and inspiration for its Value System, tradition and character is broadly vested in the universal approaches to Business Excellence. Recognising the need and significance of the structural and procedural components for a SPEAR program, a major shortfall would have been the lack of a practical and user-friendly Management Guide / Tool to ensure operationality and the successful deployment of the program. In response, Guide to Sustainable Excellence, Assessment and Review, based on the USA Malcolm Baldrige National Quality Award, and successful application of the GEA Program by SA Breweries during the 1990 s, was adapted to address the needs of the BAS SPEAR Program. Value System The SPEAR Program proudly supports a clear set of Values forming the basis for participation and endorsement. In broad terms, the listed Values are aligned with the Core Focus of a balanced scorecard approach, inclusive of a major Leadership and Community focus. Each of the value statements stands alone and is recognised to enhance comprehension and understanding of Service Delivery excellence. Visionary leadership Customer-driven excellence Organisational and personal learning Valuing employees and partners Agility Focus on the future Managing innovation Management by fact Social responsibility Focus on results and creating value, and Systems and process perspective. Integrated Focus The SPEAR Program encapsulates all levels of the organisation and focuses on reference to down-and-up communication, networking, efficiency and effectiveness, with specific reference to: Corporate Governance (senior management) Management (middle management) Conformance Management (Supervisors and employees), and Legal Compliance. Service Delivery (Process) Focus All employees (senior and middle management included) must participate in making the various processes successful, necessitating training and alignment with the basics of disciplined management. Senior and middle managers need training in the listed concepts as much as other employees. The word disciplined applied to employees at all levels 3 ) Dr Deming, Father of the Japanese Quality Revolution Tel/Fax: +27 (12) evdheever@busasses.co.za, Website 2/6

3 means that they will do what they say they will do. It also means that in whatever they do, they will go through the full process of Plan, Do, Control and Act (improve) as shown. Every employee must be able to do what is needed and expected of him or her, but it is first necessary to decide what is really needed and expected. IMPORTANT: If it were not clear what the employees are required to do and what standards of performance are expected, it would be unfair to expect them to do the task at hand and deliver service quality. This fundamental approach needs to be backed by sound planning techniques, process management, process performance results and problem-solving methods, which can be taught to anyone in a relative short period. Project management enables changes to be made successfully and employees to remove obstacles in their way. SPEAR PROGRAM APPROACH The operations Service Delivery and concepts of Enablers, Results and People First, apply equally to strategic, operations, and program levels. Enablers Enablers (methods and processes in use) are concerned with HOW the organisation approaches each of its approved activities, guidelines and performance standards. Results The Results (results, targets and comparisons) are concerned with WHAT the organisation has achieved and is achieving. Employees First The SPEAR Program recognises that to achieve better (Service Delivery) results all employees in the organisation should be encouraged to continuously improve their processes and be assured of through assured recognition and appreciation acknowledgement. ASSESSMENT AND REVIEW Annual Assessment Schedule To support recognition, the following routine assessment schedule is recommended: First review by QA Department - End of first quarter Mid-Year Departmental review - End of third quarter Second review by external assessors - End of forth quarter Recognition Event - First quarter next cycle The significance of the assessment system and schedule lies in the fact that the process is not a separate annual (awards) event, instead, it forms part of a fiscal operational managing and reporting program, with the largest assessment valueportion being owned and conducted by the department in question. This revised assessment tool (elsewhere) has been significantly simplified requiring minimal basic training to understand and use the tool. The First and Second reviews ( checks and balances ) as indicated, are aimed at ensuring commitment to the SPEAR Program and maintaining the stated schedule adhering to the agreed performance standards. SERVICE DELIVERY BASED MANAGEMENT FRAMEWORK As indicated in the Introduction, the South African Excellence Model (SAEM) - an internationally recognised and appropriate holistic framework ensures alignment for the SPEAR Program. As per SAEM, the focus on both Enablers and Results offers the organisation an accredited and recognised methodology. In contrast to the generic SAEM Criteria, the approach to Parts and Areas to Address, was deviated from. The SAEM Criteria titles are recognised as a basis to address the focus and needs language of the organisation. Beyond the 11 Criteria blocks, the content of each Criterion has been aligned to reflect the suggested major activities and drivers of the organisation. This approach not only addresses organisational needs, but also can be adapted to address the needs of selfcontained operations, units, branches and sections within the organisation. In response to the SPEAR Program Values, the following listed SPEAR Service Delivery-based Program objectives aims to provide the organisation with the an operational capability and opportunity to become the leading organisation in its industry, sector, region or province: Tel/Fax: +27 (12) evdheever@busasses.co.za, Website 3/6

4 Position the Organisation as the leading practitioner. Affirm the Organisation s Service Delivery-based value system. Do the right things right first time Agreement on Service Delivery guidelines, standards, assessment model and scoring, and Making the SPEAR Program an organisational asset. STRATEGIC IMPLEMENTATION PROGRAM Experience with the SPEAR Program over the past ten years confirms that an all embracing and inclusive model and approach is extremely challenging from a skills, capability, resources and value-add perspective. Accordingly, a three level Strategic Development Program has been suggested. The adjacent slide reflects the Enablers, Results and time frames for each of the three levels. GUIDE TO SUSTAINABLE PERFORMANCE EXCELLENCE, ASSESSMENT AND REVIEW MANAGEMENT (SPEAR) ( 4 The SPEAR forms the operational baseline for the integrated SPEAR Self-Assessment. Post training, each organisation (Department) will be empowered to develop it s own SPEAR GUIDE containing the Activities, Actions, Guidelines and Standards required to perform successfully. Suppliers Checking RESULTS INPUT Doing C D A GSDE P Action RESULTS INPUT Plan Plan Client Underlying Principles The underlying principles of the SPEAR are aimed at qualifying the need for a guide to ensure a common understanding of the principles of operations process management. In itself, the SPEAR will form a powerful communication tool in the organisation, e.g.: Provide clear reference as to what constitutes outstanding / extraordinary Service Delivery, and Define Activities and standards that should be achieved to perform successfully. Objectives The above two principles are critical and affirms value adding and tangible outcomes, i.e.: Providing users with an integrated management tool (approach). Facilitation ownership and a departmentally managed evaluation process. Catering for a organisationally driven process with input from senior management Allows for organisation specific accommodation of standards. Facilitate individual performance and link to an individual performance management system. Through the assessment guide, provides for outcomes-linked tangible rewards. Benefits Service Delivery Excellence The cross-functional importance of what constitutes the 20/80 Activities, Guidelines and Standards in a department, will greatly enhance communication and WHAT issues are critical to ensure continued Service Delivery focus and improvement. Underpinning the SPEAR principles and objectives are the listed benefits that provide insight into the SPEAR as a management guide or tool. Recognising Service Delivery. Departmental ownership. Focus on departmental Key Service Delivery Areas. Focus on activities listed under KPA s to achieve optimum Service Delivery. Linkage and alignment with individual Service Delivery management system. Agreed guidelines to support agreed activities ) SPEAR, Registers Program of BAS Copyright Tel/Fax: +27 (12) evdheever@busasses.co.za, Website 4/6

5 Agreed Service Delivery standards to support the agreed guidelines. Integrated Service Delivery results. Real time assessed Service Delivery, and Record of progress. Assessment Process The SPEAR self-assessment process aims to ensure compliance to two critical and fundamental areas. That Sustainable Excellence, Assessment and Review becomes a way of life amongst the employees of the organisation, rather than a process of preparation for planned reviews, and The timing by management will, within certain timelines, need to remain flexible. Validation Checks and Balances are built into the assessment model to ensure alignment and credibility. The listed assessment sample sizes are aimed at ensuring internal and external validation results: First review by QA Department - 20% Sample size Second review (self) - 50% sample size Third review by external assessors - 30% sample size SPEAR CATEGORIES The following SPEAR Categories are aligned with the eleven SAEM Criteria and addresses the critical activities, guidelines and performance standards necessary for the successful organisation performance. Enablers Leadership, Strategy and Planning, Client Focus, Employee Management, Resources Management, Processes (Core) Results Social Responsibility, Client Satisfaction, Employee, Supplier,, Organisation In response to the Strategic Development Program, qualified under item 7 above, each of the activities listed under the respective Categories, have been preliminary categorised as Level 1, or Level 2 or Level 3. Enablers Leadership - Aim: How the behaviour and actions of the executive team and all other leaders inspire, support and promote a culture of Service Delivery Excellence Strategy and Planning - Aim: How the organisation formulates, deploys and turns policy and strategy into plans and actions Client Focus - Aim: How the organisation determines the needs, requirements and expectations; enhances relationships and determines satisfaction of its client Employee Management - Aim: How the organisation develops and releases the full potential of its people Resource Management ---Aim: How the organisation manages and uses resources and information effectively and efficiently Processes (Core) -Aim: How the organisation manages and improves its core processes. Results Social Responsibility -Aim: What the organisation is achieving in satisfying the needs and expectations of the local community. Client Satisfaction Aim: What the organisation is achieving in relation to the satisfaction of its external clients. Employee - Aim: What the organisation is achieving in relation to the satisfaction of its people. Resources -Aim: What the organisation is achieving in relation to the management of its suppliers Organisation - Aim: What the organisation is achieving in relation to its planned objectives, and in satisfying the expectations of others with a vested interest SPEAR ACTIVITIES, ACTIONS, GUIDELINES AND PERFORMANCE STANDARDS Tel/Fax: +27 (12) evdheever@busasses.co.za, Website 5/6

6 Activities, Actions, Guidelines and Standards In line with the above listed eleven Categories, each of the activities will be weighted and provided with a set of approved Activities, Actions, Guidelines and Standards. The agreed and approved Guidelines and Standards for each Activity, in line with the Progressive Development Program priorities, should henceforth form the basis for performance assessment as described below. IMPORTANT NOTE: The SPEAR Program focuses equally on the institution and its performance, as well as the individual and his/her performance in respect of recognition and appreciation. Assessment Principles Enablers Enabler Categories and Results Categories are assessed and scored separately. The assessment focus areas are listed, and evidence of compliance must be provided by the organisation being assessed. P - Plan (planning) - To achieve those objectives fully D - Do (implement) - Implement the above plans C - Check (control) - That the objectives are fully achieved A - Act (improve) - Take corrective action if they are not The Enabler scoring takes place in three columns, according to scoring points ranging from one (1) to five (5). In terms of the calculation methodology a score of four (4) points represents one-hundred-percent (100%) achievement. Scoring Methodology The assessment results for each of the activities listed for the respective under the eleven Categories are recorded, calculated and used to improve process. First review by QA Department - 1st Quarter Mid-Year Departmental review - 2nd Quarter Second review by external assessors - 3rd Quarter CONCLUSIONS In conclusion, the significant contribution that the SPEAR Program can make to the organisation is best summarized by a Before and After comparison based on the challenges highlighted in the introduction. Item Before (Traditional Approaches) After (SPEAR Implementation) 1 Limited recognition improvement program recognising excellence 2 Audit questionnaire only 3 Range of theoretical Questions Integrated practical Guide to extraordinary or outstanding Defined activities, guidelines, and performance standards 4 Organisation focus only Broad-based employee participation 5 Seen as Quality Thing Leadership ownership and participation at all levels 6 Complex process Progressive development based on every day activities 7 Subjective assessment system 8 Lack of training and understanding Defined and KRA aligned self-assessment before external appraisal Fiscal program with annual cycle 9 Constant leadership changes Broad based ownership 10 Little operational value Operational alignment of practical value. Tel/Fax: +27 (12) evdheever@busasses.co.za, Website 6/6